Boulevard Recruiting

We recently helped a Series A financial services startup fill a high-priority role in under 30 days with an amazing candidate ??. Here are a few tips that made it possible: ?? Before the Kickoff ?? Prepare 10-20 candidate profiles with notes, sent to the team before the intake meeting. ?? Create questions to vet the role further, focusing on finding the right candidates over logistics. ?? Research company updates, teams, industry, and competitors to save time. Share an agenda with clear goals for the meeting. ??? During the Kickoff ?? Stick to the agenda and define what you want to achieve. ?? Ask questions to better understand the role’s key hard/soft skills. ?? Present the profiles you’ve prepared and discuss their background. ?? Recap the meeting and clarify action items. ?? Post-Kickoff: ?? Send another 10-20 profiles within 48 hours (sooner if possible), better calibrated to the role. ?? Quickly gather feedback to adjust as needed. ?? Don’t sit and idle; build out sourcing materials and outreach. ?? Start outreach once aligned and monitor the messaging performance. ?? Recap candidate strengths and flags with the team. The process involved a little luck and perfect timing, but preparation and quick adjustments played a big role in the fast hire. Of course, we can't control luck and timing but we can control everything else. Or maybe we can ?? "Luck is when preparation meets opportunity." ?? ?? ??

Last week during our weekly recruiter round up (learn more about it here: https://lnkd.in/gS5XN4gw), we focused on an extremely difficult and tough challenge that everyone in recruiting goes through. ??? Finding the right tune that provides the amount of energy needed to source for 90 minutes straight. ?? If you're in this situation today or this week. We get it and we have fix for you. ?? Folks at BLVD gave us their top sourcing jam tunes (SJT) when they need to source uninterrupted. We have compiled it all for everyone to check out here: https://lnkd.in/gbqyajjz Comment below and let us know what you think! What is your SJT? ??

The Boulevard team is excited to end the week by showcasing one of our long-term employees, Brian Tully (Lead Recruiter). Brian has been with BLVD since its early days and has seen the business grow through various stages. We wouldn’t be here without Brian’s resilience and dedication! We interviewed Brian on a few topics ranging from how he starts his day, all the way to his recommendations for new grads seeking employment. If you’re interested in hearing more, keep reading! 1. What is one go-to practice you have for starting your day? ”Get outside, and leave your phone behind. Whether its going for a walk or enjoying a coffee in the backyard, having some time in the morning to clear my mind without distractions and getting some fresh air helps slow things down. Everything moves so fast in our daily lives, it can be overwhelming at times, so I find a peaceful morning with a brief tech detox helps me set the tone for how I want to approach my day. Trust me, that Slack message will still be waiting for you once you get to your desk.” 2. What are you most excited for when it comes to the future of recruiting? ”It’s hard to not say AI - there’s obviously concern about AI’s potential to replace jobs, but at its core, recruiting is about building relationships. The important piece is having the flexibility and understanding that we need to adapt to new technologies and tools. The best recruiters in the coming years will be the ones that can leverage AI to maximize their output, while keeping their focus on interactions with candidates and hiring teams.” 3. What is a suggestion you have for new grads who are searching for jobs right now? ”Get as much face time with potential employers - whether thats job fairs or networking events. In-person connections are one of the most valuable ways to stand out in our digital world where job postings can get thousands of online submissions in the same day.” 4. What is your fondest memory with BLVD so far? ”This is so tough to pick just one! We recently had an offsite at a beautiful venue in Dripping Springs, right outside of Austin, and we would all sit around this very long dinner table to eat each night. It was a really cool moment of reflection to look around and not only see how much we have grown in regards to headcount, but also seeing the people that have invested so much time and effort into building BLVD into what it is today. Also, my team won the archery contest we had that week, which was equally as epic. ??” Currently based in: Denver, CO

One key skill interviewers need to develop is the ability to ask questions that will provide high value in a short amount of time. As recruiters, we’re often tasked with finding top talent for roles where we don’t have in-depth knowledge. So, what do we do? Questions like, “Tell me about your work experience,” often lead to candidates to give long-winded answers that don’t provide important information. By important information, we as recruiters mean, “Will I be able to use what was shared to assess this person’s skills?” One way that has proven successful is to sync with the hiring manager and brainstorm questions to ask that can identify top candidates quickly. These types of questions are usually open-ended, and allow candidates to explain their experience in depth. A great example of what you can ask candidates is, “What is the thought process you go through in order to make a decision? What if the decision negatively impacts another team member? How do you navigate this situation?” Their answer will reveal a lot about how they think, and gives insight into the candidates' ability to work through a difficult situation with a colleague. Recruiting can have a lot of complexities depending on the role, as well as the needs of each individual team. Time is an invaluable component, and we’re always looking for ways to maximize the value we add within the time spent.

3 Ways to Stand Out in an Interview ?? Interviews aren’t just about answering questions—they’re about making a lasting impact. To truly stand out, focus on these three key areas: ? Tell a Compelling Story (Without Rambling) Your experiences are valuable, but how you present them matters. Use the STAR method (Situation, Task, Action, Result) to keep your answers structured and impactful. Be concise—make your point, then stop. Let the interviewer guide the conversation rather than over-explaining. ? Engage Through Active Listening Great interviews are two-way conversations. Show you’re engaged by listening carefully, responding thoughtfully, and asking insightful follow-up questions. This not only demonstrates strong communication skills but also helps you tailor your responses to what truly matters to the interviewer. ? Bring Solutions, Not Just Experience Research the company and role thoroughly. Instead of just talking about past successes, connect them to how you can help solve their current challenges. Offering fresh ideas and showing initiative makes you more than just a candidate—it makes you a potential asset. At the end of the day, companies don’t just hire resumes—they hire people. Show up prepared, listen actively, and communicate with confidence. What’s your best tip for standing out in an interview? Drop it in the comments!??

At Boulevard Recruiting,?joy?and?excellence?aren’t just words—we live them every day, both in how we work together and how we partner with our clients. ?Joy?is in the way we celebrate wins (big and small), support each other, and find meaning in what we do. Recruiting can be tough, but we believe it should also be energizing and fulfilling—for our team and for the startups we support. ??Excellence?is in how we push ourselves to be better, stay curious, and show up with integrity and care. For our clients, that means going beyond job descriptions to find the right people who will thrive and drive long-term success. ? Hiring is a pivotal moment for any startup. When done with?joy and excellence, it sets the foundation for something incredible. We’re grateful to play a part in that journey. How do you bring joy and excellence into your work? We’d love to hear your thoughts!

Every week our team gathers for the Recruiting Roundup, a space to share insights, celebrate wins, seek advice, and discuss the ever-evolving world of hiring. Recruiting isn’t a solo sport. Markets shift, strategies evolve, and the best recruiters know that learning from each other is what keeps us sharp. These conversations make us better, not just as individuals, but as a team. As we look to the weekend, we’re grateful for the knowledge shared, the wins celebrated, and the support we give each other. Great hiring starts with great recruiters, and great recruiters never stop learning. What’s one recruiting tip, win, or lesson you’ve picked up this week? Drop it in the comments—we’d love to learn from you! ?

?? Happy Hump Day! ?? Job searching can feel a lot like a Wednesday. You’re in the middle of the journey, putting in the effort, and waiting for that big win. But here’s the good news: this is the part where progress happens. Every connection you make, every interview you prepare for, every step you take is moving you closer to the right opportunity. Even if you don’t see the results yet, trust that your hard work is adding up. Today, celebrate the progress you’ve made, stay open to new possibilities, and keep going. You’re not just getting over the hump, you’re moving forward toward something great.

?? Celebrating Recruiters: The Ultimate Matchmakers ?? Happy Valentine’s Day y’all! ?? Continuing yesterday’s theme, let’s take another moment to celebrate what I’d consider the ultimate matchmaking business — ????????????????????. As recruiters, we’re career cupids if you will, the matchmakers of the working world. Recruiters don’t just connect candidates with companies—we create lasting relationships that fuel growth, innovation, and opportunity? Because when it comes to role searching or finding the perfect 'role mate,' you can’t always wait for the organic meet-cute. Sometimes there needs to be a third party at play. So how do we make the best recruiting ‘love stories’ happen? ?? We listen beyond the resume – Skills matter, but so do ambition, values, and vision. The right match isn’t just about filling a role; it’s about finding alignment. ?? We make the introduction at the perfect moment – Timing is everything. Sometimes, a great candidate isn’t looking yet—but when the right opportunity comes along, magic happens ?? ?? We capture shared passions – As recruiters, we’re the ultimate cheerleaders. It’s our job to convey a company’s energy and mission while championing a candidate’s passion and drive—so both sides feel that spark ?? ?? We establish mutual contribution – and build trust. The best matches aren’t one-sided. A great hire isn’t only about what a candidate can contribute to the company—it’s also about how the company can support their growth. True partnerships make both sides better ?? ?? We set both sides up for long-term success – Just like any great relationship, a good hire isn’t just about the first 90 days. It’s about ensuring both parties are excited about the road ahead and hopeful for a long-term relationship. So, as a cupid for the working world, what’s your pro tip for landing the perfect match? ??

?? Celebrating Recruiters: The Ultimate Matchmakers ?? With Valentine’s Day ?? a day away, love is in the air this week, but let’s talk about another kind of perfect match: the ones we help create in recruiting. Because let’s be real—some of the best matches aren’t found over candlelit dinners. They’re made in the trenches of hiring, where we as recruiters get to play Cupid ?? for our candidates and clients (minus the wings, but with the occasional eleventh-hour heroics). Finding ‘the one’ —whether it’s the perfect candidate for a scaling startup or the dream job for a multi-talented professional looking to make a career shift —isn’t about algorithms or chance. It’s about understanding what makes two parties click. It’s about recognizing potential, aligning values, and making the intro that changes everything ?? And just like in love, the best matches aren’t about checking boxes. They’re about chemistry, timing, and a little bit of magic ? So, in the spirit of Valentine’s Day, let’s hear from you: What’s the best “match” you’ve seen in hiring—whether it was your own career move or a hire that worked out beautifully? Drop your stories in the comments ??